Larry Curran, Manager, Customer Success Consulting, Sales, LinkedIn Jim Blauvelt, SVP, Human Resources Business Partner, Horizon Media In 2014 Horizon Media was at a crossroad they had just hired hundreds a new employees and were looking to hire hundreds more. The challenges they faced challenges around quality of hire business partner perception and growth effecting culture and retention. We Audited the TA Process, interviewed all recruiters, Sr. HR Management and internal clients (business partners). As a result of the findings from this Examination we were able to develop a comprehensive training program. Do a deep dive into Social Media and Talent Branding and completely changing the service model. Recruiting is now about networking and branding and not just filling reqs. Check out the best of Talent Connect: http://bit.ly/1MBqz6m

2. TRANSFORMATION
THROUGH
EXAMINATION
JIM BLAUVELT
SVP, PEOPLE AND
PERFORMANCE
LARRY CURRAN
MANAGER, CUSTOMER
SUCCESS

3. LARGEST PRIVATELY OWNED MEDIA
SERVICES AGENCY IN THE WORLD
NAMED BEST PLACES TO WORK IN
BOTH NYC AND LA FOR AWARD
WINNING CULTURE
RAPIDLY GROWING – OVER 1,200
EMPLOYEES

4. COULD WE CONTINUE AT THAT PACE?
WERE THE RECRUITERS FILING JOBS VS.
FINDING THE BEST TALENT FOR THE JOB?
WHAT WAS THE PERCEPTION OF TA FROM
THE BUSINESS PARTNERS?
HOW WAS THE RAPID EXPANSION EFFECTING
OUR CULTURE AND RETENTION?
WERE WE LOOKING EVERYWHERE FOR
TALENT?
WE WERE AT A CROSSROADS

5. SENIOR HR MANAGEMENT
RECRUITERS
SENIOR HIRING MANAGERS
WE INTERVIEWED

6. WE AUDITED THE PRACTICE
WE NEEDED TO UNDERSTAND WHAT OUR
RECRUITERS WERE SPENDING TIME ON.
WHERE WERE WE EXPERIENCING BOTTLENECKS?
WHAT WERE WE DOING WELL WHAT COULD WE DO
BETTER?

7. THE CURRENT STATE
Start
• HM identifies need.
• Communicates position to Recruiter(s)
Intake
• Some Recruiters meet with some HM’s occasionally. Usually if it is a new position in a new group.
Post
• Recruiter creates requisition in Virtual Edge
• Manually enters position into a LI Job Slot.
Search
• Reacting more to inbound. Much depends on role. Pipelining is informal.
Screen
• There are a variety of screening “methodologies” being employed at this point from “cultural fit” questions to
“tribal knowledge” based conversations. Most of the time Salary Discussions start here

8. Present
• There is no formal structure.
Interview
• Most of time Recruiter meets candidate before hand. Some Screening and some prep. No structure.
Offer 1
• Once HM has made decision recruiter extends verbal offer.
• Verbal is contingent upon background check and references.
Offer 2
• Recruiter is responsible for getting background check and conducting reference checks.
• Once completed written offer is extended.
• When urgent some recruiters extend written offer contingent upon background and reference checks.
On-
Boarding
• Ambassador program and orientation are extremely well received by all.
THE CURRENT STATE

9. Start
• This needs to be standardized. How and what they communicate.
Intake
• Understanding that many of the positions are on-going. We strongly recommend that the recruiters schedule
one-on-one intake meetings with standardized questions for all existing positions and continue doing so for all
new positions and refresh existing positions quarterly.
Post
• Job Wrapping
Search
• Projects with standardized naming conventions. We need to save jobs and searches into this Project and give
managers visibility.
Screen
• Questions should come directly from the “intake” meeting. This needs to include knock out questions and be
documented into the candidate record. Included when presenting to HM.
THE CURRENT STATE

10. Present
• Candidates need to be presented in a slate of 3 with Screening as well as notes from recruiter about
interpersonal/cultural fit.
Interview
• Need interview structure here…
Offer 1
• We need to standardize how an offer is made.
Offer 2
• There is a huge opportunity here to give your recruiters more time. Instead of adding any more contract
recruiters lets add Admin Help and put metrics around activity.
On-
Boarding
• LinkedIn profile part of on-boarding process
THE CURRENT STATE

11. “ …AUDITING OUR CURRENT PRACTICES AND
RETRAINING OUR ENTIRE RECRUITING TEAM,
HAS ALREADY BROUGHT US FROM WORKING
HARDER TO WORKING SMARTER AS WE
CONTINUE TO HAVE HEAVY RECRUITING
ACTIVITY, AND AGGRESSIVELY BUILD OUT OUR
TALENT BRAND.”
EILEEN BENWITT
EVP, CHIEF TALENT OFFICER
HORIZON MEDIA

12. DON’T BE AFRAID TO TAKE A LONG HARD
LOOK AT YOUR PROCESS.
ENGAGE YOUR BUSINESS PARTNERS.
THEY SHARE YOUR GOAL AND THE
RESPONSIBILITY.
PROVIDE RECRUITERS WITH TRAINING.
LET YOUR RECRUITERS RECRUIT!
WE COMPLETELY CHANGED OUR SERVICE
MODEL.
RECRUITING IS NOW BUILT AROUND
NETWORKING AND BRANDING.
WHAT WE LEARNED

13. HUMAN RESOURCES
DEVELOPMENTNETWORKING & BRANDING TOTAL REWARDS
INSURANCE
COMPENSATION/401K
COMPLIANCE
WELLNESS
HRIS
TALENT BRANDING
ORGANIZATIONAL BRANDING
INTERNSHIPS
EXECUTIVE RECRUITING
ENTRY LEVEL RECRUITING
TRAINING & COACHING
PERFORMANCE EVALUATION
CAREER DEVELOPMENT
WELL-BEING

14. COMMUNITY
TALENT
MANAGER
RECRUITER
MANAGING
PARTNER
TALENT ALLIANCE

15. HR COLLABORATOR WITH MANAGING PARTNER
PERFORMANCE MANAGEMENT
EMPLOYEE RELATIONS
CUSTOMIZED ONBOARDING
BRANDING TO HIRE
REAL TIME DATA & STRATEGY
COMMUNITY
TALENT
MANAGER
TALENT ALLIANCE

16. HR COLLABORATOR WITH COMMUNITY
TALENT BRIEFINGS
PROACTIVE PIPELINES
TARGETED TALENT PRESENTATION
REFERRAL CAMPAIGN RECRUITER
TALENT ALLIANCE

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